In recent years, the conversation surrounding women returning to work after taking career breaks for marriage, childbirth, family responsibilities, being primary caregivers, relocating due to their husband’s job priority, or simply taking a significant for self-care to recover from all the different roles they manage at different fronts has gained considerable attention.
The dynamics of work and family life are evolving, and it is imperative to recognise the value these women bring to the workplace. Several studies show that diverse teams (including those with women who have navigated career breaks) can drive innovation, enhance problem-solving, and improve organisational performance.
The importance of diversity in the workplace
Diversity in the workplace is not just a buzzword; it is a critical component of a thriving organisational culture. According to a McKinsey report, companies in the top quartile for gender diversity are 21% more likely to outperform their counterparts in profitability. This statistic highlights the tangible benefits of including diverse perspectives, particularly those of women who have taken breaks for family reasons.
When women return to work after a career break, they often bring a unique set of skills and experiences that can enrich the workplace. These women possess resilience, adaptability, and a profound understanding of multitasking—qualities honed through managing a household or caring for children. Moreover, as they re-enter the workforce, they are often motivated by a desire to contribute financially to their families, which can lead to increased job satisfaction and productivity.
The emotional journey of returning to work
Despite the advantages they bring, women returning to work after a career break often face emotional and psychological challenges. The transition can be daunting, with feelings of self-doubt and a diminished sense of confidence. According to a study by the Center for American Progress, women who take a break from their careers for family reasons are more likely to report feeling anxious about their skills and capabilities upon re-entering the workforce.
Moreover, the apprehension doesn’t end once they secure a job. Many women face additional anxieties regarding the potential for pregnancy and how it may affect their future employment. Concerns about whether a new employer will be supportive or accommodating can be significant. The fear of being judged for their choice to start a family or the possibility of being passed over for opportunities can create a chilling effect. These worries often lead women to hesitate in pursuing new roles or advancing their careers, further perpetuating the cycle of underrepresentation in the workforce.
The importance of financial independence for mothers
Twinkle Khanna, a prominent actor turned author and entrepreneur, encapsulated this sentiment when she spoke about the importance of financial independence for mothers. She noted, “I’ve always made sure that I’m the one paying for their (kids) education. I want them to say that my mother paid for my education and not just fed me aloo parathas.” This perspective emphasises that financial empowerment is not just about monetary gain; it is crucial for a mother’s sense of identity and self-worth.
Maintaining financial independence is vital for newly married women and mothers as they navigate the complexities of their new roles. It allows them to make choices that align with their values and aspirations, fostering a sense of autonomy in their personal and family lives. Financial independence can provide a safety net, offering reassurance in times of uncertainty and enabling women to advocate for their needs and desires within their families.
While acknowledging the invaluable contributions of homemakers—who manage households and nurture families—it is essential to recognise that economic participation offers women a different form of fulfilment and achievement. The ability to earn not only supports their families but also cultivates a sense of purpose and self-esteem. This balance between home and work can lead to more equitable relationships where both partners appreciate and respect each other’s contributions, whether financial or domestic.
Ultimately, empowering women with financial independence not only benefits them personally but also enriches their families, setting a strong example for future generations.
Supporting women in the workplace
Organisations must take proactive measures to support women returning to work and facilitate a smooth transition. A supportive environment can significantly boost morale and confidence. Managers and peers can play a pivotal role in this process:
1. Open communication
Encouraging open dialogue about the challenges faced by returning mothers can help normalise their experiences. Managers should regularly check in with these employees to provide support and reassurance.
2. Mentorship programs
Establishing mentorship programs where returning women can connect with experienced colleagues can be immensely beneficial. Mentors can offer guidance, share experiences, and provide encouragement.
3. Flexible work arrangements
Offering flexible working hours or remote work options can help returning mothers balance their professional and personal responsibilities, easing the transition back into the workforce.
4. Professional development opportunities
Providing access to training and skill development programs can help returning women update their skills and gain confidence in their professional abilities.
Building infrastructure for support
In addition to emotional support, companies must also invest in infrastructure that caters to the needs of returning mothers. Practical measures can significantly alleviate the challenges these women face:
1. Women’s areas and support spaces
Designating specific areas within the workplace for women, such as lactation rooms or comfortable lounges, can create a welcoming environment. These spaces can serve as safe havens where mothers can recharge and address their needs. Even would-be mothers can take regular rest breaks without compromising their presence in the office.
2. On-site creches
Establishing on-site childcare facilities can significantly ease the burden on working mothers. It allows them to focus on their work, knowing their children are nearby and well cared for. Having a creche can reduce the stress associated with finding childcare solutions, allowing mothers to concentrate on their responsibilities at work.
3. Family-friendly policies
Companies should review and revise their policies to ensure they are family-friendly. This includes parental leave, flexible hours, and options for part-time work, allowing mothers to gradually ease back into full-time roles.
4. Health and wellness programs
Offering wellness programs that focus on mental health, stress management, and work-life balance can help support returning mothers in navigating the challenges they face.
The ripple effect of empowering women
The impact of supporting women returning to work extends beyond the individual level. When mothers are empowered to re-enter the workforce, it positively influences the next generation. Children benefit from seeing their parents actively engaged in their careers, learning the value of hard work and independence. Moreover, research indicates that women who are economically empowered are more likely to invest in their children’s education and health, fostering a cycle of growth and opportunity.
A study by the World Bank revealed that when women earn an income, they are more likely to allocate resources towards their children’s well-being, education, and health. This creates a ripple effect that contributes to society’s overall development. Furthermore, when women succeed in the workplace, it challenges traditional gender roles and paves the way for future generations to envision diverse career paths.
The business case for supporting women returning to work after a career break
Considering all of the above support required from organisations, let us not think that investing in women returning to the workforce is merely an act of philanthropy; it is a strategic business decision that can drive organisational success. Companies that embrace diversity and inclusivity benefit from a wider range of perspectives, leading to enhanced creativity and innovation. Research has consistently shown that diverse teams outperform their less diverse counterparts, contributing to improved problem-solving and decision-making.
When organisations support women—especially those returning from career breaks—they tap into a valuable talent pool that is often overlooked. These women come equipped with unique experiences and skills gained from managing family responsibilities, which can translate into exceptional multitasking, adaptability, and resilience in the workplace. By actively recruiting and retaining these individuals, organisations can enhance their workforce’s overall effectiveness.
Furthermore, fostering an inclusive environment helps improve employee morale and engagement. When employees feel valued and supported, they are more likely to be committed to their organisation, leading to lower turnover rates and reduced recruitment costs. Additionally, companies that prioritise diversity can enhance their reputation, attracting top talent who seek progressive and inclusive workplaces.
In essence, supporting women returning to work is not just a moral obligation but a strategic imperative. Organisations that recognise and invest in the diverse talents of their employees will not only enhance their competitiveness but also contribute to a more equitable and sustainable future for all.
Women returning to work after a career break: The final thoughts
The journey of women returning to work after a career break is a testament to resilience and adaptability. By embracing diversity and supporting these women, organisations can foster an inclusive environment that benefits everyone. Companies must recognise the importance of financial independence for mothers and create structures that facilitate their return to work.
Through mentorship, open communication, flexible arrangements, and supportive infrastructure, organisations can help restore confidence and morale among returning mothers. Ultimately, empowering women not only enhances workplace diversity but also strengthens families and communities. As we move forward, let us champion the cause of working mothers and recognise the immense value they bring to our workplaces and society. By doing so, we pave the way for a more equitable and prosperous future for all.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
